Priyanka Gorai: Creating a support community for Scrum Masters as a change leadership action!

This is a story of how the Scrum Masters in an organization came together to learn and practice coaching with each other. The community of practice they created helped the Agile adoption change progress in that company, but also supported the Scrum Masters in learning and improving their craft. 

In this episode, we refer to the GROW and OSCAR coaching models, as well as Liberating Structures

About Priyanka Gorai

Priyanka started her journey as a Software Test Engineer in 2014 and has more than 7 years in the software industry. Priyanka was thrilled by the concept of servant leadership in agile software development, and started supporting her team and then became a full-time Scrum Master. She is very passionate about agile development and wants to share that passion with others. She’s also learned that while improving individuals or a team, one can improve themselves.

You can link with Priyanka Gorai on LinkedIn

Linda van Sinten: How to help organizations kickstart change!

Working with change is a lot about helping the organizations “see” what is going on, and helping them decide what they already want to change. In this episode, we discuss a specific technique that Linda used to bring insights, and visibility into the teams and their challenges, and how that technique helped kick-start a change that was necessary. 

About ​​Linda van Sinten

Linda van Sinten is an experienced Scrum Master and creator of the Liberating Structures Visual design cards. She combines her knowledge of Scrum with the powerful skill of creating visualizations and visual tools to drive teams forward. She has trained over 500 people in making powerful visuals out of ideas, structuring strategies and product visions in Tech, Healthcare and other industries. 

You can link with ​​Linda van Sinten on LinkedIn.

Samet Ulutas: How to start an Agile transformation without having to “push” teams

The organization was going through an Agile transformation, when Samet joined the Agile Coaching office in that organization. As the Agile Coaching office developed they were tasked with helping the teams adopt Agile, but that would require more than just “coaching”. Together with the rest of the team, Samet developed an “Agile Mirror” that would help the teams assess their own performance and progress. Listen in to learn how they deployed that Agile assessment to help the team, and the organization adopt Agile. 

About Samet Ulutas

Samet has been working as an Agile Coach for more than 3 years and coached 35+ different teams until now. Samet has plenty of experience dealing with difficulties of an Agile Transformation, including being to witness the Agile Transformation of the largest private bank in Turkey from the beginning. Samet is also the co-owner of “Be Agile Stay Agile” YouTube channel. 

You can link with Samet Ulutas on LinkedIn and connect with Samet Ulutas on Twitter.

Matthew Green: Helping organizations change by focusing on people

Matthew shares with us two contrasting approaches to change, and change leadership. Company 1 wanted to go Agile in a way that would require only the IT department to change. Company 2 focused on helping the teams and viewed change as a slow, and people-centric process. In this episode, we talk about the role of creating “community” in a change process as well as supporting people through Communities of Practice. Listen in to learn how a community of practice can help your organization.

About Matthew Green

Before becoming a Scrum Master, Matthew worked in a variety of roles both inside and outside of IT. This eclectic background has served him well in working with teams and individuals to help them on their own journey to a more humane way of working. 

You can link with Matthew Green on LinkedIn and connect with Matthew Green on Twitter

Kathryn Tancos: Scaling up an Agile transformation through practical actions by Scrum Masters

An organization that started an Agile transformation, hired 2 external consultants to help the transformation. However, the 2 transformation coaches were not enough to cover the many teams in that organization. This put Kathryn and other Scrum Masters in a tough spot. In order to contribute, Kathryn started to ask questions, and discuss with the 2 transformation coaches, which turned out to be a practical way to scale their knowledge and influence in the overall organization. In this segment, we discuss how we can help setup the Agile transformation in our organizations, starting by focusing on the “why” and the values the transformation is supposed to bring into the organization.

About Kathryn Tancos

Kathryn is a certified Scrum Master focused on Agile transformations and helping teams build a better way of working. How did this Emmy Award-winning news producer become an avid Agilist? Through communication, curiosity, and collaboration, the pillars of successful Agile teams. Her goal is to inspire teams and organizational cultures to foster a sense of self-leadership throughout the transformation journey.

You can link with Kathryn Tancos on LinkedIn and connect with Kathryn Tancos on Twitter.

SPECIAL XMAS BONUS: Agile Transformation and Business Agility in the Large with Peter Lam

Agile is necessary by not sufficient for Agility

When teams start adopting Scrum, it’s easy to think that when they are proficient in Scrum, the work is done. However, that’s not nearly enough to help the organization achieve its goals. What are the outcomes that the team is aiming for? Are those outcomes part of the team’s Vision, and Mission? 

Peter suggests that we should start our work by defining together with the team and stakeholders what success means. That becomes the first question to ask before we start our work with the team.

Bing bang approaches are sometimes necessary, but not sufficient for the momentum of change that is needed

Continue reading SPECIAL XMAS BONUS: Agile Transformation and Business Agility in the Large with Peter Lam

Rasmus Lund-Jensen: A change technique that motivates and engages Agile teams in the transformation

In this episode, we share the story of a transformation, and how people started to imagine the worst possible scenario. This led to bigger and bigger problems. Rasmus shares how a communication approach he calls: frequent, short and boring town halls helped dispel those disaster scenarios that people had in mind, and helped communicate the “why” and “how” of the transformation in a way that engaged the organization. 

About Rasmus Lund-Jensen

Rasmus is an agile coach and Scrum Master from Denmark. He is passionate about finding pragmatic ways for teams to reach their potential. He previously spent six years at the LEGO Group where he learned the power of bad jokes. If people are laughing, it means they are listening. 

You can link with Rasmus Lund-Jensen on LinkedIn and connect with Rasmus Lund-Jensen his website

Maximilian Dazer: Changing Salaries and Career progression rules in an Agile organization

Max worked in an company-wide initiative that touched on one of the most sensitive aspects of software development: career progression, and salaries. This was a change program that required care and attention to people’s expectations. In this episode, he describes how the organization was able to bring in change, even in the most sensitive topics, and still get people’s support and collaboration.

About Maximilian Dazer

Maximilian’s goal is to drive change from the bottom. For every team he creates a vision and tries to get them on board to pursue the change together. Maximilian wants to free people from the micromanagement-hell version of “scrum”.

You can link with Maximilian Dazer on LinkedIn.

Lucia Alarcon: Introducing the Kanban method to Agile teams in a complex project

This company was working with several vendors, which meant that for any deliverable there were a lot of parties involved. To manage their work, they were using Trello, a tool that helps teams manage tasks. However, the way they were using that tool was creating problems for the teams and team members. Lucia worked with them to change how they applied the tool to their work, and to learn more about Kanban. In the process, she implemented an effective, stepwise process for introducing change in any organization. Listen in to learn about the key steps she took in this process. 

In this segment, we refer to the Kanban method, an Agile method that is used by many teams all over the world. 

About Lucia Alarcon

Lucia is a Delivery Lead and a coach working in Wellington NZ, leading an amazing development squad to achieve the delivery of multiple digital initiatives using Agile, creating a culture of empowerment, collaboration and communication. With 15+ years of experience, her professional (and personal!) journey has taken her through a variety of organizations and halfway around the world from Argentina. Lucia loves all things Agile, facilitation and coaching. 

You can link with Lucia Alarcon on LinkedIn and connect with Lucia Alarcon on Instagram.

Madhuri Korapati: The change curve model for Agile teams, and team members

Madhuri was an active part of an Agile transformation at a department. They started by focusing on one team, and as she worked with that team, she noticed that things were moving slow. This helped her understand that, even if the team adopts practices and processes, there’s a deeper change that is needed, and each team member experiences the change in a different way, and at a different pace. Listen in to learn what is that deeper change, and learn more about the change curve model.

About Madhuri Korapati

Madhuri a self-motivated servant leader with 14 years of software industry experience across Payments and Banking sectors. She is a Scrum Master at Mastercard, and enjoys helping teams in their agile transformation and showcasing their improvements. 

You can link with Madhuri Korapati on LinkedIn and connect with Madhuri Korapati on Twitter.